Employee Pregnancy & Parenting
Pregnant Employee Rights under Pregnant Workers Fairness Act (PWFA)
The Pregnant Workers Fairness Act (PWFA) ensures that employees are entitled to reasonable
accommodations for known limitations related to pregnancy, childbirth, or related
medical conditions, if the accommodation request does not create an undue hardship
for the department or workplace.
The Title IX Office supports employees by guiding them through the accommodation request
process, and when necessary, can help facilitating an interactive conversation to
discuss workplace adjustments that balance health needs of the mother with duties
and responsibilities.
Reasonable accommodations are determined on an individual basis and accommodation
specific material needs. Medical information is kept private and is shared only as
necessary to arrange accommodations. Employees are protected from retaliation for
requesting accommodations, and any need for extended leave or job protection may be
coordinated with other policies such as FMLA or short-term disability, please see
below.
You should first submit the Title IX pregnancy accommodations form immediately following a known limitation related to pregnancy or pregnancy related
condition. A member of the Title IX team will reach out to assist with your request
for accommodations or modified work assignment.
FAQ
Who is eligible for PWFA accommodations?
Any employee experiencing a limitation due to pregnancy, childbirth, or a related medical condition may request accommodations, regardless of full-time, part-time, or temporary status.
Any employee experiencing a limitation due to pregnancy, childbirth, or a related medical condition may request accommodations, regardless of full-time, part-time, or temporary status.
What types of accommodations are available under PWFA?
Examples include flexible scheduling for prenatal/postpartum appointments, additional breaks for rest, snacks, or lactation, permission to sit or modify workstations, temporary reassignment of non-essential tasks, or short-term leave for recovery or health needs.
Examples include flexible scheduling for prenatal/postpartum appointments, additional breaks for rest, snacks, or lactation, permission to sit or modify workstations, temporary reassignment of non-essential tasks, or short-term leave for recovery or health needs.
How do I request an accommodation?
Complete the Accommodation Request Form or contact the Title IX Office to begin your formal accommodation request. A Title IX team member will guide you through the process and help coordinate with your supervisor to identify reasonable accommodations.
Complete the Accommodation Request Form or contact the Title IX Office to begin your formal accommodation request. A Title IX team member will guide you through the process and help coordinate with your supervisor to identify reasonable accommodations.
Will my medical information remain private?
Yes. Only information necessary to arrange accommodations will be shared with supervisors or HR as needed.
Yes. Only information necessary to arrange accommodations will be shared with supervisors or HR as needed.
Does PWFA provide job protection?
PWFA requires the University to provide reasonable accommodations and protects employees from retaliation for requesting them.
PWFA requires the University to provide reasonable accommodations and protects employees from retaliation for requesting them.
How long will it take to receive accommodations?
Once documentation is submitted, most accommodations can be arranged within a week. However, some requests may take longer and require further discussion to ensure they appropriately address the employee's health needs while also supporting the needs of the workplace.
Once documentation is submitted, most accommodations can be arranged within a week. However, some requests may take longer and require further discussion to ensure they appropriately address the employee's health needs while also supporting the needs of the workplace.
What if my condition changes during pregnancy or postpartum recovery?
Accommodations can be adjusted as your medical needs change. Stay in contact with the Title IX Office to update your request.
Accommodations can be adjusted as your medical needs change. Stay in contact with the Title IX Office to update your request.
Does PWFA cover lactation needs after returning to work?
Yes. Reasonable accommodations include additional breaks and a private space to express milk, separate from a restroom for up to one year.
Yes. Reasonable accommodations include additional breaks and a private space to express milk, separate from a restroom for up to one year.
Policies
Fayetteville Policy 203.2 - Pregnancy, Childbirth, or Related Medical Conditions – Employment Accommodations
Fayetteville Policies & Procedures 419 - Faculty Modified Work Assignment for Maternity and Paternity
Fayetteville Policies & Procedures 419.1 - Non-Classified Staff Modified Work Assignment for Maternity and Paternity